Our sister company\'s brochure a HR Consultancy

1. HRx Consultancy Services

2. HRx Consultancy Services
Organisations often fall victim to HRx was founded to provide advice and support, specifically
to start-up and emerging businesses.
constantly changing employment HRx comprises a flexible team of consultants with experience
in different aspects of the human resource functions such as
legislation as the excitement and policies and procedures; employment law; career counselling
pressures of business development and development; recruitment and outplacement.
HRx teams are brought together under a project director to
often override human resource provide expertise on an assignment by assignment basis.
management requirements. HRx offers a cost-effective, flexible solution to short-term and
ongoing human resource management for:
Start-up companies
The importance of keeping up with Developing businesses
the changes in employment law Organisations that are embarking upon the establishment
should not be underestimated. of in-house, dedicated human resource management
HRx also offers support to established Human Resource
The benefits of having professional departments.
advice and guidance readily available HRx offers services across a wide industry spectrum.
to ensure that accurate detailed
documentation and procedures are
in place will help avoid potential
costly litigation and result in greater
efficiency, whilst ensuring staff
motivation and commitment.

3. HRx Consultancy Services
pageS 1 – 2
SERVICES OFFERED BY HRx INCLUDE
• Employee Handbooks • Absence Management
• Standardised Documentation • Discipline, Dismissal & Grievance
• Job Descriptions & Person Specifications • Career Development
• Recruitment • Payroll Administration
• Interview Techniques • Pension Administration
• Induction • Change & Crisis Management
• Salary & Benefits Administration • Outplacement & Coaching
• Performance Appraisal • Retirement
• Training & Development

4. EmpLOYEE HaNDBOOkS JOB DESCRIpTIONS
Incorporating Policies & Procedures & pERSON SpECIFICaTIONS
an employee handbook is an important communication tool that Regardless of the size or complexity of an organisation, a job
lets employees know what is expected of them and what they description that is current and comprehensive is an effective
can expect from their employers. If your organisation doesn’t management tool for communicating job requirements and
have written policies and procedures that are implemented in performance standards to employees. a job description
a consistent and fair manner, chances are your managers and helps introduce new employees to their jobs and aids in their
supervisors are making personnel decisions based on personal on-the-job training. Job descriptions also play an important
hunches, likes/dislikes, attempts to avoid an issue or even role in evaluating job performance by helping to compare an
contentment with an established yet inefficient system. employee’s actual performance with the set standards as
indicated on the formalised job description.
HRx can develop an employee handbook that is tailored to
your organisation’s individual requirements. Our customised Job descriptions and person specifications give managers and
employee handbook will incorporate all the HR policies and supervisors the guidelines to hire, promote and supervise with
procedures your organisation needs to ensure compliance with maximum effectiveness. If your organisation wants to increase
employment regulations, improve employee communications, employee communications and maximise productivity, well-
and create consistency in policy application. written job descriptions and person specifications are essential.
HRx offers customised job descriptions and person
STaNDaRDISED DOCUmENTaTION specifications. Our comprehensive job descriptions demonstrate
Consistency is vitally important to the smooth running of an compliance with current and approaching legislation.
organisation regardless of size or industry sector. It is also
important when dealing with issues such as promotion, disciplinary
hearings or redundancy decisions, based on factors such as
attendance and performance.
HRx can provide your organisation with a comprehensive list of
document templates, which will be customised for your organisation,
for use in recruitment, holiday requests, training applications,
performance appraisals, disciplinary hearings, remuneration
structuring, benefits package monitoring and many other areas.

5. HRx Consultancy Services
pageS 3 – 4
RECRUITmENT INTERVIEW TECHNIQUE
attracting the right person for the job will save you time and Having prepared a justification for the role along with a job
money. Detailed Job Descriptions and person Specifications description and person specification, it is imperative that
enable an organisation to identify what the job requires and the candidates are interviewed in a timely, professional and
skills needed to perform the job, but the recruitment process, consistent manner. Managers and supervisors involved in the
if handled incorrectly, can be expensive and time consuming. recruitment process need to be trained to ensure that they and
a poorly worded or misplaced advertisement can attract the the candidates gain the maximum from the interview(s) and can
wrong people to your door and in today’s employment climate form a considered judgement on how to proceed.
you need to be as specific as possible to reduce the number of
HRx offer a comprehensive training programme with supporting
inappropriate applicants.
documentation that supplements the job knowledge and skills
HRx can manage your complete recruitment process for all appreciation of the line managers as they seek to select from
Corporate Support and Commercial personnel. Our sister those candidates short-listed for employment.
company acknowledge Resourcing, provide a comprehensive
recruitment service for engineering, Scientific and IT Specialist INDUCTION
personnel.
The first few days of a new job are extremely important to a new
HRx also provides clients with support and guidance where the recruit. Simply providing a handbook and sitting them at their
recruitment process is to be managed internally. This includes work-station is not enough.
help with the creation of client advertisements and ensuring
that they are placed in the most appropriate media. Help is also HRx can provide you with a complete induction programme
available for the sifting/short-listing process and attendance from the moment the new recruit is employed to the follow up
and support during interviews, with a view to providing a further meeting by their line manager or supervisor at the end of the
objective opinion of candidates. agreed induction period.
HRx will provide a time-table of events to aid the smooth
management of the recruitment process, thereby ensuring that
all applicants are dealt with in a timely and efficient manner.

6. SaLaRY & BENEFITS aDmINISTRaTION TRaINING & DEVELOpmENT
Most start-up and emerging companies do not have a formal Through a wide network of training providers, HRx offers
salary and benefits administration programme in place. The a variety of training and development options for both
overall goal of a salary and benefits administration programme management and employees. Training topics available include,
is to attract, retain, and motivate employees and to help an but are not limited to:
organisation achieve its management objectives.
Communication Skills
Because employees represent a substantial investment in an
Counselling and Coaching
organisation and labour costs have a significant impact on the
annual budget, it is critical for employers to adopt an effective employee Motivation and Morale enhancement
salary and benefits administration programme.
Sales and Marketing
The loss of quality personnel due to an ineffective
Recruiting and Interviewing
compensation programme has an impact far in excess of
the obvious costs of replacement. Management Skills Development
Team Building
pERFORmaNCE appRaISaL
problem Solving and Conflict Resolution
Do your employees know how well they’re performing? are
employees given attainable and quantifiable goals to strive towards? performance appraisals
Most employees want and expect regular performance feedback. Information Technology (beginner to advanced levels)
a performance appraisal programme achieves this goal by
providing an ongoing process for evaluating job performance aBSENCE maNaGEmENT
and providing constructive feedback. By acknowledging
absenteeism results in a dramatic adverse cost to all
an employee’s contributions to the organisation and setting
businesses, no matter whether these intervals of absence are for
challenging but attainable goals for the next review period,
the odd day or for extended periods.
the performance appraisal provides an effective method of
increasing employee motivation. Organisations that don’t There are a variety of approaches that may be employed to manage
evaluate their employees usually have lower productivity, poor these interruptions and HRx will advise on what is most appropriate
employee morale, and higher staff turnover. for specific circumstances.
HRx can develop and implement a performance appraisal
programme that is tailored to the specific and unique needs
of your organisation. Our services include creating effective
performance management policies and procedures, developing
customised appraisal forms, and conducting employee and
management/supervisory training and coaching.

7. HRx Consultancy Services
pageS 5 – 6
DISCIpLINE, DISmISSaL & GRIEVaNCE pENSION aDmINISTRaTION
Further to the introduction of the aCaS Discipline and grievance Many different pension schemes are available today. HRx will
code in april 2009 all employers, regardless of size, should operate provide introductions to professional advisors who will identify
minimum dismissal, disciplinary and grievance procedures. those schemes best suited to your organisation and will help you
through the pensions maze.
a formal disciplinary procedure should be in place in order
that employees are aware of what constitutes acceptable and
unacceptable behaviour. This will ensure all deviation is dealt CHaNGE & CRISIS maNaGEmENT
with in a fair and equitable manner. Restructure, Reorganisation or Relocation
The ultimate step in the disciplinary procedure is dismissal, We are in a constantly changing business environment.
which comes into effect if, despite warnings, conduct or acquisitions, mergers, buy-ins, buy-outs, spin-outs, start-ups,
performance does not improve, or for a first offence of gross and regrettably some closures, will continue to be a feature
misconduct. Many employers are nervous when it comes to of the business world. HRx can help make the transition run
dismissing employees, as they are concerned that a potential smoothly and ensure effective communication with employees,
minefield of legislation awaits them. which is key to business success.
an employee working in an organisation may, at some time,
have problems or concerns about their work, working conditions OUTpLaCEmENT & COaCHING
or relationships with colleagues that they wish to talk about with Whether voluntary or involuntary, redundancy is often a difficult
their manager. They will want the grievance to be addressed, time for employees. It is important that the organisation supports
and, if possible, resolved. It is in the organisation’s best interest the departing employee(s) and not lose sight of the impact
to resolve problems that if left unresolved could develop into redundancy has on those remaining.
larger issues.
HRx provides introductions to a variety of specialist outplacement
With discipline and grievance issues, fairness and consistency are consultants who will help the redundant employee find new work
vital to a successful conclusion. HRx will give advice and guidance or ease into retirement.
through the stages required to ensure discipline, dismissal and
grievance processes are compliant with current legislation. HRx will also provide guidance on how to avoid low morale of the
remaining employees during and after redundancies.
CaREER DEVELOpmENT
Once you have recruited and trained your employees it is important
RETIREmENT
that they are kept motivated and interested in the job and their employers and employees often underestimate the effect of
skills are developed. Once skills are mastered, often with additional retirement on both the organisation and the individual. The
qualifications obtained, it is human nature to want to move onto the potentially adverse impact on staff morale and the skill gaps
next level. It is important to have career development programmes in created during the retirement process need to be identified and
place to accommodate personal growth. addressed so as to ensure that all parties are comfortable with
the transition.
paYROLL aDmINISTRaTION HRx can help with the administration and management of
There is a vast array of systems on offer at this time to manage employees embarking on retirement.
payroll. HRx provides advice and guidance on the most
appropriate software for your organisation.

8. HRx Consultancy Services
T: 0870 145 4436 E: info@hrxconsultancy.com W: www.hrxconsultancy.com